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	Skala Wyczerpania Zmęczeniowego w Pracy i Regeneracji	Skala Ostracyzmu w Miejscu Pracy
Dziedzina	Zdrowie zawodowe	Zdrowie zawodowe
Rodzina	Process / pipeline	Process / pipeline
Rok powstania	2006	2008
Twórca	Winwood, Bakker, & Liss-Malone	Ferris, Brown, Berry, & Lian
Typ	Self-report	Self-report
Źródło pierwotne	Winwood, P. C., Bakker, A. B., & Winwood, L. M. (2006). Do the effort–reward imbalance model and the demand control model measure occupational fatigue? A claims analysis of occupational health data. J Occup Environ Med, 48(11), 1112–1120.	Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. J Appl Psychol, 93(6), 1348–1366.
Inne nazwy	OFER, Occupational Fatigue Scale	WOS
Pokrewne	3	3
Podsumowanie	The Occupational Fatigue Exhaustion Recovery Scale (OFER) measures worker fatigue across three dimensions: acute fatigue (tiredness after the current work period), chronic fatigue (accumulated exhaustion over weeks or months), and inter-shift recovery (ability to recuperate between work shifts). Developed by Winwood and colleagues, the OFER distinguishes between short-term fatigue (recoverable) and long-term exhaustion (requiring intervention), making it essential for identifying workers at risk of injury, burnout, and occupational health decline in high-demand roles.	The Workplace Ostracism Scale measures the extent to which an employee feels excluded, ignored, or dismissed by colleagues and supervisors—a form of social exclusion distinct from harassment but equally harmful to mental health and performance. Developed by Ferris, Brown, Berry, and Lian, the WOS captures subtle exclusionary behaviors: being left out of conversations, having contributions ignored, or being given the silent treatment. Workplace ostracism predicts depression, anxiety, reduced engagement, and turnover, making it critical for identifying and addressing subtle organizational toxicity.